1. DEVELOPING THE RATING SCALE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
DEVELOPING THE RATING SCALE
Mr. Rogelio Estrada
Division Chief, HRPRD of HRDO

2. Measuring Performance through the Years
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
Measuring Performance through the Years
2005
Performance Management
System-Office Performance Evaluation System
1999
Revised PES and 360-Degree Evaluation
1993
Performance Evaluation System
1963 Performance Rating
1978
New Performance Appraisal System
1989
Autonomy of Agencies in Developing their PES

3. SPMS Paradigm Shift AREA PARADIGM SHIFT From To Perspective
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
SPMS Paradigm Shift
AREA
PARADIGM SHIFT
From To
Perspective
Performance evaluation
Performance management
Focus
Activities and inputs
Outputs and outcomes
Indicators
Performance indicators (e.g. number of appointments processed)
Success Indicators (e.g. response time)
Performance alignment
Focus on individual (competition)
Align individual to office/ organization (teamwork and collaboration
Role of Supervisor
Evaluator
Coach and Mentor
Source: Guide Book on the STRATEGIC PERFORMANCE MANAGEMENT SYSTEM, page 3

4. DEVELOPING THE RATING SCALE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
DEVELOPING THE RATING SCALE
Two sub-steps:
Determining the dimensions on which performance or accomplishments are to be rated.
Operationalizing the numerical and adjectival ratings.

5. DIMENSIONS TO RATE PERFORMANCE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
DIMENSIONS TO RATE PERFORMANCE
How to determine?
Depending on how success indicators are stated
Performance can be rate along the dimensions of quality, efficiency, and/or timeliness using the listed elements above as guidelines.
rating needs to be discussed within the unit and between the supervisors and staff (i.e., raters and ratees) to clarify the expected outputs at the beginning of the performance monitoring period.
Because performance is measured within a scheduled monitoring period, all accomplishments always involve the dimension of time. As such, performance is always rated on either efficiency and/or timeliness.

6. “Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE

7. THREE DIMENSIONS OF PERFORMANCE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
THREE DIMENSIONS OF PERFORMANCE
Quality or Effectiveness
Efficiency
Timeliness

8. THREE DIMENSIONS OF PERFORMANCE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
THREE DIMENSIONS OF PERFORMANCE
Quality or Effectiveness - getting the right things done. It refers to the degree to which objectives are achieved as intended and the extent to which issues are addressed with a certain degree of excellence.
Quality or Effectiveness involves the following elements:
Acceptability
Meeting standards
Client satisfaction with services rendered
Accuracy
Completeness or comprehensiveness of reports
Creativity or innovations
Personal initiatives

9. DIMENSIONS OF PERFORMANCE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
DIMENSIONS OF PERFORMANCE
Efficiency - is the extent to which targets are accomplished using the minimum amount of time or resources.
Efficient performance applies to continuing tasks or frontline services (e.g., issuance of licenses, permits, clearances, and certificates). It involves the following elements:
Standard response time
Number of requests/applications acted upon over number of requests/applications received
Optimum use of resources (e.g. money, logistics, office supplies)
Meeting deadlines as set in the work plan

10. DIMENSIONS OF PERFORMANCE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
DIMENSIONS OF PERFORMANCE
Timeliness – measures if the targeted deliverable was done within the scheduled or expected timeframe. Timely performance involves:
Meeting deadlines as set in the work plan
Note: Not all performance accomplishments need to be rated along all three dimensions of quality, efficiency and timeliness. Some accomplishments may only be rated on any combination of two or three dimensions. In other cases, only one dimension may be sufficient. Consider all the elements involved listed above in each dimension and use them as guides to determine how performance will be rated.

11. DIMENSIONS TO RATE PERFORMANCE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
DIMENSIONS TO RATE PERFORMANCE

12. ESTABLISHING THE RATING SCALE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
ESTABLISHING THE RATING SCALE
“On each dimension of quality, efficiency, and timeliness, rate performance using a numerical scale ranging from 1to 5—with 1as the lowest and 5as the highest. The table below explains the meaning of each rating:

13. RATING SCALE OPERATIONALIZATION
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
RATING SCALE OPERATIONALIZATION
Adjectival Rating %
Numerical Rating
Outstanding
130% and above 5
Very Satisfactory
115% - 129% 4
Satisfactory
90% - 114% 3
Unsatisfactory
51% - 89% 2
Poor
50% and below 1
The 130% and above range for Outstanding rating and the 50% and below range for Poor rating are based on the ranges prescribed under CSC Memorandum Circular No 13, s The 90% to 114% range for Satisfactory rating is based on Executive Order No. 80, s (Directing the Adoption of a Performance-Based Incentive System for Government Employees).

14. CSC SAMPLE RATING SCALE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
CSC SAMPLE RATING SCALE

15. DEVELOPING A RATING SCALE FORM 4 – HRDO SAMPLE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
DEVELOPING A RATING SCALE FORM 4 – HRDO SAMPLE

16. DEVELOPING A RATING SCALE FORM 4 – HRDO SAMPLE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
DEVELOPING A RATING SCALE FORM 4 – HRDO SAMPLE

17. DEVELOPING A RATING SCALE FORM 4 – HRDO SAMPLE
“Kawani ng Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit”
Strategic Performance Management System (SPMS)
Orientation and Workshop
University of the Philippines Diliman
Office of the Vice Chancellor for Administration
HUMAN RESOURCES DEVELOPMENT OFFICE
DEVELOPING A RATING SCALE FORM 4 – HRDO SAMPLE

18. THANK YOU!